Looks Good on Paper

Anita Chauhan
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Looks Good on Paper flips hiring on its head. Hosted by Andrew Wood and Anita Chauhan, we dive into why CVs and "perfect fits" are overrated. Through fun, insightful conversations with industry experts, we explore how skills, potential, and real experience should be the focus of hiring... not what looks good on paper. Quick, candid, and packed with actionable insights, we’re here to rewrite the rules of hiring, one episode at a time.

  1. "He Interviewed Well. That Was the Problem."

    1D AGO

    "He Interviewed Well. That Was the Problem."

    The person who interviews the best is not always the person who performs the best. In fact, sometimes they're the worst hire you'll make. Hamza Khan knows this firsthand. His own company, SkillsCamp, a soft skills training company, fell into the exact trap he teaches others to avoid: they hired someone who interviewed brilliantly and failed in the role. The wake-up call was brutal. If this can happen at a company whose entire business is power skills, it can happen anywhere. Hamza is a bestselling author, leadership researcher, and keynote speaker whose TEDx talk "Stop Managing, Start Leading" has been viewed millions of times. He's also the co-founder of SkillsCamp and Sage. In this episode, Hamza introduces the dark triad (narcissism, Machiavellianism, psychopathy) as the hidden bias most companies have no way to screen for, explains why hope has become the number one thing employees need from leaders, and makes the case for distributed hiring decisions and real reference checks. What you'll learn:  → Why hiring for technical skills while ignoring soft skills is the biggest mistake companies keep making  → How the dark triad presents as positive traits in interviews (confidence, strategic thinking, charisma)  → What a real reference check looks like versus the version most companies skip  → How AI is creating fabricated personas that pass the interview but fail in the role GUEST  Hamza Khan — LinkedIn → https://www.linkedin.com/in/khanhamza/ YOUR HOST  Anita Chauhan —  LinkedIn → https://www.linkedin.com/in/anitachauhan/ LISTEN & FOLLOW  Spotify → https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H  Apple Podcasts → https://podcasts.apple.com/us/podcast/looks-good-on-paper/id1625835562  All episodes → https://looksgoodonpaper.buzzsprout.com/ WATCH ON YOUTUBE - https://youtu.be/yGj5uLLcA8g POWERED BY WILLO  Hire humans, not resumes  → https://www.willo.video/looks-good-on-paper CONNECT WITH US  LinkedIn → https://www.linkedin.com/company/10170893/ If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. The person who interviews the best is not always the best hire. Companies continue to over-index on technical skills while ignoring the relational and leadership skills that actually predict performance, retention, and team health. The dark triad (narcissism, Machiavellianism, psychopathy) presents as positive traits in interview settings: confidence, strategic thinking, and charisma. Without structured assessment for soft skills, communication, and collaboration, even companies that specialize in leadership development can hire the wrong person. Hope has overtaken trust, stability, and compassion as the number one thing employees need from their leaders. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    23 min
  2. The Skills-Based Economy Arrived Five Years Ago

    APR 15

    The Skills-Based Economy Arrived Five Years Ago

    The skills-based economy arrived five years ago. Hiring still hasn't caught up. Most companies understand the concept of hiring for skills over job titles, but they hit a wall when it comes to translating that into an actual hiring process. The result: job postings still screen for titles, years of experience, and credentials that don't predict whether someone can do the work. Susan Sutherland has spent her career at the intersection of brand and growth, with a particular edge in employer brand. At Intact, one of Canada's largest insurers, she led enterprise employer brand strategy end to end. Now she works with startups. And her perspective is sharp: she's a marketer who fell into employer branding, meaning she sees the hiring process the way a customer would see a broken sales funnel. In this episode, Susan makes the case for portfolios over resumes, explains why years of experience cuts both ways as a filter, and calls out the internal mobility policies that quietly drive top talent out the door. What you'll learn:  → Why the skills-based hiring mindset stalls at the point of actual screening  → How years of experience bias works against candidates in both directions  → Why internal mobility policies with time-in-role minimums lose top talent  → The case for portfolios as the replacement for resume bullet points  GUEST  Susan Sutherland — Employer Brand & Growth Marketing Strategist LinkedIn → https://www.linkedin.com/in/susan-sutherland/ YOUR HOST  Anita Chauhan — Fractional CMO & Host, Looks Good on Paper LinkedIn → https://www.linkedin.com/in/anitachauhan/ LISTEN & FOLLOW Apple Podcasts → https://podcasts.apple.com/us/podcast/looks-good-on-paper/id1625835562 All episodes → https://looksgoodonpaper.buzzsprout.com/ WATCH ON YOUTUBE  https://youtu.be/ZU78NbLXQe0 POWERED BY WILLO Hire humans, not resumes → https://www.willo.video/looks-good-on-paper CONNECT WITH US  LinkedIn → https://www.linkedin.com/company/waboratories/ If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. The skills-based economy arrived five years ago, but most hiring processes haven't caught up. Companies understand the concept of hiring for skills over job titles, but default to screening for credentials, years of experience, and pattern-matched career paths.  Years of experience bias cuts both ways: overqualified candidates get screened out for being "too senior," while candidates with fewer years but faster learning environments get dismissed for lacking tenure. Portfolios that show real work are emerging as a stronger signal than resume bullet points in an era where AI can generate a flawless CV in seconds. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    23 min
  3. Learning Velocity Is the New Superpower

    APR 8

    Learning Velocity Is the New Superpower

    Companies keep saying they've moved past credential-based hiring. They haven't. Most are still filtering for where someone worked, where they went to school, and how many years they've held a similar title. The data says that's not the signal that predicts performance. What does? How someone thinks, learns, and collaborates inside a team. Sachi Kittur calls it the credential trap. And after 20+ years inside organizations during some of their most turbulent moments, she's seen how deep it goes. Companies that say they value diversity are still optimizing for comfort and familiarity. Leaders who claim to hire for potential are actually hiring for pattern recognition. And the result is a confidence in hiring that's borrowed, not earned. In this episode, Sachi breaks down why learning velocity is replacing adaptability as the most important skill signal, why removing the CV forces a better conversation, and why the biggest business risk she sees right now isn't technology. It's the loss of human connectivity. What you'll learn: → Why the credential trap persists at every level, including C-suite → How pattern recognition bias disguises itself as hiring strategy → What "learning velocity" means and why it matters more than experience → How to replace the CV with structured, stage-appropriate conversations → Why human connectivity is the biggest business risk companies are ignoring HOST Anita Chauhan — Host, Looks Good on Paper LinkedIn - https://www.linkedin.com/in/anitachauhan/ GUEST Sachi Kittur — Future Work Advisor, VP of Human Experience & Innovation at HRPA LinkedIn → https://www.linkedin.com/in/sachikittur/ 0:00 — Intro 0:16 — Meet Sachi Kittur 1:20 — How Sachi got here: keeping the humanitarian ethos alive in HR 2:26 — Q1: The biggest hiring mistake companies keep making 3:04 — The credential trap 5:48 — Q2: Hidden bias companies unknowingly have 6:04 — Pattern recognition bias: when comfort disguises itself as strategy 7:59 — Microsoft's approach to trust and guardrails in hiring 8:41 — Q3: What happens if you remove the CV 10:19 — Learning velocity: the new superpower skill 11:18 — 90% of conflict resolution traces back to one thing 12:20 — How growth-stage companies should replace the CV 13:51 — Wildcard: How to increase hiring confidence over the next year 15:24 — Pick up the phone: the case for old-school conversations 15:56 — The biggest business risk: losing human connectivity 17:02 — Wrap-up LISTEN & FOLLOW Spotify - https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts - https://podcasts.apple.com/podcast/id1625835562 All episodes - https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE https://youtu.be/vWrVcMjH0o8 POWERED BY WILLO  Hire humans, not resumes - https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn - https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. Companies keep saying they've moved past credential-based hiring. The credential trap — filtering for school, company name, and years of experience over actual learning capability — is Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    18 min
  4. The Hiring Bias Nobody Thinks They Have

    APR 2

    The Hiring Bias Nobody Thinks They Have

    Most companies believe they've moved past credential bias. They've rewritten their job descriptions, dropped degree requirements, maybe even adopted skills assessments. But when six hiring leaders were asked the same question independently, without hearing each other's answers, every single one pointed to the same blind spot: companies are still screening for where someone has worked instead of evaluating whether they can actually do the job. The language has shifted. The behavior hasn't. "We need someone who's operated at scale" still means "did you work at a company I've heard of." And the teams that recognize this pattern in their own process, the ones willing to strip away the shortcuts and sit with what's left, are the ones making better hires right now. This is a Season 2 supercut from Looks Good on Paper. Six voices, one question, and an answer that should make every hiring team uncomfortable. What you'll learn: - Why screening for recognizable company names is outsourcing your talent assessment to a third party - How one team removes company names, school names, and years of experience from every candidate presentation - The difference between hiring for cultural fit and hiring for cultural addition - Why the most progressive hiring leaders actively avoid big-company experience for certain roles - What happens when you force hiring managers to question their own screening defaults GUESTS Mike Bettley — VP Talent, StackAdapt Gillian Emerson — Sr. Director Talent Acquisition, Toast Jeff Waldman — Founder, ScaleHR Sarah Sheikh — Chief of Staff, Loop Financial Julia Arpag — Founder & CEO, Aligned Recruitment Jim Berrisford — VP Partnerships, Willo YOUR HOST Anita Chauhan — Host, Looks Good on Paper LinkedIn - https://www.linkedin.com/in/anitachauhan/ LISTEN & FOLLOW Spotify - https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts - https://podcasts.apple.com/podcast/id1625835562 All episodes - https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/34sf1c3bKUc POWERED BY WILLO  Hire humans, not resumes - https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn - https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. When companies use recognizable employer names as a shortcut for evaluating candidate quality, they are outsourcing their talent assessment to another organization's hiring standards rather than evaluating capability directly.  Skills-based approaches that remove company names, school names, and credential signals from candidate evaluation consistently surface stronger matches by forcing hiring teams to assess problem-solving ability, adaptability, and role-specific competence on their own terms.  The gap between how confident companies are in their hiring process and how confident they should be is one of the most underexamined problems in modern talent acquisition. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    7 min
  5. It's Just Robots Hanging Out: What's Actually Happening in Hiring Right Now

    FEB 24

    It's Just Robots Hanging Out: What's Actually Happening in Hiring Right Now

    AI is flooding hiring pipelines — and most of the tools claiming to fix it are making the noise worse. Automated outreach, AI-generated applications, and screening tools that were never built for the volume they're now processing: the signal-to-noise problem in recruiting has never been worse. The teams navigating it best aren't the ones with the most sophisticated tech stack. They're the ones who stayed clearest about what a good hire actually looks like — and built their process around finding that, not processing everything. Julia Arpag, Founder and CEO of Aligned Recruitment, has spent over a decade placing talent at high-growth tech companies and she's watching the same mistake repeat itself: teams outsourcing judgment to automation and wondering why the humans they hire keep disappointing them. In this episode of Looks Good on Paper, she breaks down what's actually shifting in hiring right now, why people-first recruiting is harder than it sounds when the tech is moving this fast, and what separates companies getting great hires from the ones spinning their wheels. What you'll learn: →  What AI is actually doing to hiring pipelines in 2026 versus what vendors claim →  Why people-first recruiting is harder to maintain as automation scales →  What the companies making the best hires right now have in common  GUEST Julia Arpag — Founder & CEO, Aligned Recruitment LinkedIn → https://www.linkedin.com/in/julia-arpag/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/ In this episode: 0:00 Introduction 2:27 The biggest hiring mistake companies keep making 3:08 Why "culture fit" leads to homogeneity 3:34 Skills assessments for every role, not just technical ones 6:23 Hidden biases even progressive companies have 9:04 What hiring looks like without resumes 10:49 "It's just robots hanging out" 11:08 Calling candidates to reject them instead of emailing 11:43 Julia's husband's nonprofit-to-tech pivot story LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/8ukiBXAZKRw POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time.  The signal-to-noise problem in hiring has reached a critical point. AI-generated applications have made volume metrics meaningless, and automated screening tools trained on historical data replicate historical bias at scale. The companies making the best hires in 2026 are the ones who have stayed clear about what good looks like — and built their process around finding that rather than processing everything. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    14 min
  6. Better Hiring Without the Noise: Why Hiring Feels Over-Engineered (and How to Fix It)

    FEB 18

    Better Hiring Without the Noise: Why Hiring Feels Over-Engineered (and How to Fix It)

    Hiring isn't broken. It's over-engineered. Every new tool added to the stack, every extra screening step, every automated touchpoint is making the process heavier — and candidates can feel it. The irony is that teams adding complexity are usually trying to make better decisions. But more steps without better signal just produces slower decisions with the same quality. And in a competitive talent market, slow is a filter that works against you. Jim Berrisford, VP of Partnerships at Willo, has a front-row seat to where hiring processes break down — and where the simplest interventions create the biggest improvements. In this episode of Looks Good on Paper, he unpacks why adding more technology to a broken process just breaks it faster, what poor candidate communication is actually costing you in offer acceptance and employer brand, and where the real leverage is when you want to hire better without adding more noise. What you'll learn: →  Why complexity in hiring creates worse outcomes, not better ones →  What poor candidate communication costs you beyond just the immediate hire →  The simplest changes that have the biggest impact on hiring quality GUEST Jim Berrisford — VP of Partnerships, Willo LinkedIn → https://www.linkedin.com/in/talentattractiontech-hrtech-tech2rec/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/ 🕘 Chapters 00:00 — Intro & Jim’s background in recruitment and HR tech 02:20 — The biggest hiring mistake: poor communication 03:30 — Why “throwing tech at hiring” backfires 05:00 — AI noise vs real assisted intelligence 06:30 — Hidden bias and lived experience in hiring panels 09:20 — What hiring without CVs could actually look like 12:30 — Over-engineering recruitment systems 14:20 — Human-centric technology in hiring 16:30 — Final thoughts on AI, nuance, and the hiring journey LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/u54b2w6OnRc POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. Over-engineered hiring processes don't produce better decisions — they produce slower ones with the same quality. Each additional step that doesn't generate new signal adds friction for candidates without adding value for hiring teams. The companies hiring best in 2026 are removing steps, not adding them. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    18 min
  7. They Belong in a Museum: Why Most Resumes Say Nothing at All

    FEB 11

    They Belong in a Museum: Why Most Resumes Say Nothing at All

    The resume was already a weak signal before AI. Now candidates generate polished CVs in minutes, ATS systems sort on keywords, and hiring teams are drowning in documents that tell them almost nothing about whether someone can actually do the work. The resume's fundamental problem isn't that people lie on it — it's that even honest resumes measure the wrong things. They capture job titles and tenure, not judgment, adaptability, or the ability to produce outcomes in a specific context. Jeff Waldman from ScaleHR has spent years helping companies fix what their hiring process is actually measuring. In this episode of Looks Good on Paper, he explains why most traditional hiring signals fail, what to look for instead, and why clinging to the CV in 2026 is like keeping a fax machine because it technically still works. What you'll learn: →  Why the resume fails as a signal even when candidates are completely honest →  What hiring signals actually predict performance versus which ones just feel rigorous →  How to redesign your screening process around the outcomes you actually want GUEST Jeff Waldman — ScaleHR LinkedIn → https://www.linkedin.com/in/jeffwaldmanhr/ YOUR HOSTS Anita Chauhan — Fractional CMO, co-host LinkedIn → https://www.linkedin.com/in/anitachauhan/   ⏱️ Chapters 00:17 – Meet Jeff Waldman (ScaleHR) 01:31 – Building global HR communities 03:06 – The biggest hiring mistake companies still make 06:38 – Why resumes are an outdated artifact 07:48 – AI resumes & “It belongs in a museum” 08:50 – Hidden bias: gaps, job hopping & “clean careers” 12:42 – AI, bias, and why prompting matters 14:01 – What hiring looks like without CVs 16:01 – Accessibility, choice & candidate experience 18:20 – Better hiring signals for 2026 20:09 – Final takeaways   LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE - https://youtu.be/qJakAdHG32o POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share iy with one person who needs to hear it. And subscribe — we're rewriting the rules of hiring, one episode at a time. Resumes fail as hiring signals not because candidates misrepresent themselves, but because the format measures the wrong things. Job titles, tenure, and company names are proxies for experience, not predictors of performance. In a market where AI has commoditised resume polish, the gap between what a resume signals and what a candidate can do has never been wider. Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    21 min
  8. Stop Hiring for Titles: What Startup Hiring Actually Requires

    FEB 4

    Stop Hiring for Titles: What Startup Hiring Actually Requires

    Startups don't need the person with the best title. They need the person who can do the work that exists right now — and probably three other things that don't have titles yet. Most early-stage hiring fails because founders write job descriptions for the company they want to be, not the company they actually are. They hire for structure that doesn't exist yet and miss the generalists who could build it. Sarah Sheikh, Chief of Staff at Loop Financial, has built and scaled teams inside the pressure of early-stage growth. In this episode of Looks Good on Paper, she shares why generalists consistently outperform specialists in startup environments, how task-forward hiring beats role-based hiring, and what most founders get catastrophically wrong when they're making their first critical hires. What you'll learn: →  Why generalists outperform specialists in early-stage environments →  How to write a job description based on actual work, not imagined structure →  The hiring mistakes that compound fastest in the first 10 hires GUEST Sarah Sheikh — Chief of Staff, Loop Financial LinkedIn → https://www.linkedin.com/in/sarahsheikh/ YOUR HOST Anita Chauhan — Fractional CMO, host LinkedIn → https://www.linkedin.com/in/anitachauhan/ Chapters 00:00 Intro + Sarah’s role at Loop Financial 00:48 From fintech shutdown to startup “trial by fire” 01:54 Why startup life is glamorized (and what it’s really like) 02:57 What Loop does + how Chief of Staff connects to hiring 05:19 The biggest hiring mistake: planning by titles vs tasks 06:24 Quarterly “task audit”: automate, cut, or reassign work 07:16 The case for hiring generalists (and letting them specialize) 09:43 Hidden bias: “ex-[big company]” signal vs real work done 10:55 Tough interview questions + upfront expectations (hours, ambiguity) 12:20 Why fintech is hard in Canada (and why that matters for hiring) 13:59 “Get rid of CVs”: what Sarah would replace them with 14:51 Why LinkedIn tells you more than a resume 16:18 Why traditional screening breaks—and what video enables 16:53 The Catch-22: 279 applicants, limited time, and resume triage 17:45 “Death by tool” + what AI should actually do in hiring 18:12 AI mistakes: obvious copy/paste applications (and why they get rejected) 19:20 AI for applicants: searching roles faster + reducing busywork 19:50 AI for recruiters: smart sourcing tools (and what Sarah misses) 20:47 Practical sourcing: target companies + find proven generalists 21:35 Wrap-up + why Chief of Staff perspectives matter LISTEN & FOLLOW Spotify          →  https://open.spotify.com/show/0dbfz6y0tMq3crViHQD66H Apple Podcasts   →  https://podcasts.apple.com/podcast/id1625835562 All episodes     →  https://looksgoodonpaper.buzzsprout.com WATCH ON YOUTUBE  - https://youtu.be/3b08JzpBEzg POWERED BY WILLO Hire humans, not resumes  →  https://www.willo.video/looks-good-on-paper CONNECT WITH US LinkedIn  →  https://www.linkedin.com/company/10170893 If this episode changed how you think about hiring, share it with one person who needs to hear it. And subscribe — we're rewriting the rules of Show Resources Willo: willo.video - The most cost-effective way to screen candidates at scale. Interview candidates anywhere & at any timeCV Free Toolkit: cvfree.me/join - Break up with the CV and get everything you need to modernize your hiring approach with skills-based assessmentsAnita Chauhan: linkedin.com/in/anitachauhan - Connect with the host

    22 min
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Looks Good on Paper flips hiring on its head. Hosted by Andrew Wood and Anita Chauhan, we dive into why CVs and "perfect fits" are overrated. Through fun, insightful conversations with industry experts, we explore how skills, potential, and real experience should be the focus of hiring... not what looks good on paper. Quick, candid, and packed with actionable insights, we’re here to rewrite the rules of hiring, one episode at a time.

Information

  • Creator
    Anita Chauhan
  • Years Active
    2022 - 2026
  • Episodes
    75
  • Rating
    Explicit
  • Copyright
    © 2026 Looks Good on Paper
  • Show Website
    Looks Good on Paper